What are the Laws for Women's Rights in Bangladesh?

The Bangladesh Labor Act, 2006, along with its 2019 amendments, provides specific provisions for the protection and rights of female employees in the garments industry. These laws are designed to promote gender equality, fair treatment, and protection of female workers. 

Below are the key components of female employee rights as per the Labor Law 2019:

1. Equal Opportunity and Non-Discrimination

• Non-Discrimination: Employers cannot discriminate based on gender in recruitment, promotions, wages, or workplace benefits.

• Equal Pay for Equal Work: Women must be paid equal wages as their male counterparts for the same work.

2. Maternity Benefits

• Maternity Leave: Female employees are entitled to 16 weeks of paid maternity leave (8 weeks before and 8 weeks after childbirth), provided they have worked for at least 6 months in the factory.

• Maternity Allowance: The law mandates that the employer must provide full wages during the maternity leave period.

• Prohibition of Termination: Employers are prohibited from terminating a female worker during her maternity leave or on grounds of pregnancy.

3. Nursing and Childcare Rights

• Nursing Breaks: After returning to work, female employees have the right to nursing breaks to breastfeed or express milk for their babies.

• Childcare Facilities: If a factory employs 40 or more female workers, it must provide childcare facilities within the premises for children under 6 years of age.

4. Health and Safety

• Safe Work Environment: Employers are required to maintain a safe and hygienic workplace for female employees, including proper ventilation, lighting, and sanitation.

• Separate Toilets: Factories must provide separate toilet and restroom facilities for female workers that are well-maintained and private.

• Protection from Hazardous Work: Female workers must not be assigned tasks that could endanger their health, particularly during pregnancy or if the work environment is deemed unsafe.

5. Sexual Harassment and Abuse Prevention

• Zero Tolerance for Sexual Harassment: The law strictly prohibits sexual harassment, abuse, or violence in the workplace. Employers must establish policies and mechanisms to prevent and address complaints of harassment.

• Grievance Mechanism: Female workers have the right to file complaints related to harassment, abuse, or mistreatment, and employers must have a system to handle these complaints effectively.

6. Working Hours and Overtime

• Regular Working Hours: Female employees, like their male counterparts, are entitled to work a maximum of 8 hours per day and 48 hours per week.

• Overtime Pay: If a female worker works beyond regular hours, she must be compensated at twice the normal wage for overtime.

• Night Work Restrictions: Employers must ensure the safety of female workers if they are required to work night shifts. This includes providing transportation if the shift ends late at night.

7. Leave Entitlements

• Annual Leave: Female workers are entitled to 14 days of paid annual leave after one year of service.

• Sick Leave: Women are entitled to 14 days of paid sick leave per year.
• Casual Leave: Female workers can avail of 10 days of casual leave for personal reasons.

8. Protection from Unfair Termination

• Protection During Pregnancy: Employers cannot terminate or force a female worker to resign due to pregnancy.

• Termination Process: If a female employee is terminated, it must be done according to proper legal procedures, and she must receive her due compensation and benefits.

9. Trade Union and Collective Bargaining Rights

• Right to Join Unions: Female workers have the right to form or join trade unions to protect their rights and negotiate for better wages, benefits, and working conditions.

• Representation: Female employees are encouraged to participate in union activities and take on leadership roles to represent the interests of women in negotiations.

10. Grievance Redressal and Dispute Resolution

• Grievance Mechanism: The law mandates that factories establish a grievance redressal system where female workers can file complaints regarding workplace issues, such as wage disputes, harassment, or unsafe working conditions.

• Labor Courts: Female workers have the right to seek legal recourse through the Labor Courts if they feel their rights are violated, such as unlawful termination, non-payment of wages, or maternity benefits.

11. Compliance and Monitoring

• Inspections and Penalties: The Department of Inspection for Factories and Establishments (DIFE) conducts regular inspections to ensure that factories comply with labor laws. Employers who violate female workers' rights can face fines, penalties, and legal action.

Additional Initiatives to Protect Female Workers:

The Labor Law 2019 works in tandem with various national and international initiatives, such as the ILO (International Labour Organization) conventions, to ensure compliance with safety and gender equality standards. 

There are also efforts by the Accord on Fire and Building Safety and the Alliance for Bangladesh Worker Safety to improve conditions specifically for female workers.

This Policy Framework underscores Bangladesh’s commitment to improving the working conditions and rights of female employees in its garments industry, which constitutes the majority of its workforce.